1: Would you prefer a job where individual initiative is encouraged or one where no individual is singled out for honor, but everybody works together as a team? That was the question asked of 15,000 people worldwide,  David Brooks writes in his book How to Know a Person: The Art of Seeing Others Deeply and Being Deeply Seen.
“More than 90 percent of American, British, Dutch, and Swedish respondents … continue reading
1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
Last month, here and here we explored the strategic importance of being a great place to work.
Where do we start if our goal is to have a dynamic … continue reading
1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
You can do this.
The last two Fridays, we’ve explored why being a great place to work is a great idea.
First, great workplaces are poised to win the … continue reading
1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
Let’s say we’re going to buy something.
It’s a significant purchase. We’re going to lay out some of our hard-earned cash.
Imagine we have two options.
Option one? We … continue reading
1: Our goal as leaders?
To build a high-performing team or teams.
The problem?
Our assumptions around group culture are mostly wrong, Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
“Group culture is one of the most powerful forces on the planet,” he writes. “We sense its presence inside successful businesses, championship teams, and thriving families, and we sense when it’s absent or toxic.”… continue reading
1: Our leadership team has gathered for our quarterly strategic planning meeting.
We’ve done a check-in. We’ve reviewed our annual goals for the year. We’ve had a frank discussion about what’s working and what needs to change. We’ve taken what we learned over the past quarter to come up with quarterly goals that will put us in a position to achieve our annual plan.
The next step is critical and perhaps unexpected.… continue reading
1: “Planning is 1 percent of the effort; execution is the other 99 percent,” write Mark Moses and his co-authors in Making Big Happen.
Once we’ve created our annual plan and communicated it across the company, our next task is critical: We must create a culture of accountability across the organization.
Which is what the Make Big Happen framework is all about. “Before we adopted the Make Big Happen … continue reading
Getting better at getting better is what Rise With Drew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
This past summer, we received some exciting news. Fortune magazine named PCI the #55 Best Medium Workplace in the U.S. This represented the achievement of our long-term vision … continue reading
